Assessment Guide Tool
Assessment Guide Tool An important component of the selection process is using assessment tools to gauge job fit, problem-solving ability, behavioral style, and motivators. These tools help to standardize your selection process and help you avoid common pitfalls like hiring the friendliest candidate rather than the most qualified (sometimes the friendliest candidate IS the most qualified, but not always!). Here are the five assessment types we recommend you explore in order to make the best possible hiring decision. 1)
An Assessment that Gauges Behaviors, Motivators, and Personality Traits Gives insight into understanding what motivates candidates, how they communicate, and the work environment in which they perform best. Examples: DISC, Kolbe, Meyers-Briggs, Gallup Strength Finder. o D.I.S.C. Assessment - an online assessment that focuses on people-skills for personal and professional relationships and development. The DISC Profile is a nonjudgmental survey for understanding behavioral types and personality styles. It helps people explore behavior across four primary dimensions which are: Dominance – Direct and to the point, decisive and bottom-line oriented. These people tend to be independent and results driven. They are strong-willed people who enjoy challenges, taking action, and immediate results. Influence – Optimistic and outgoing. Often highly social and out-going. They prefer participating on teams, sharing thoughts, and entertaining and energizing others. Steadiness – Empathetic & Cooperative. Typically team players and are supportive and helpful to others. They prefer being behind the scene, working in consistent and predictable ways. They are often good listeners and avoid change and conflict. Conscientiousness – Concerned, Cautious & Correct. These individuals are often focused on details and quality. They plan ahead, constantly check for accuracy, and want to know "how" and "why.” o Kolbe A Test –“IQ tests tell you what you can do. Personality tests tell you what you want to do... the Kolbe A index measures what you WILL or WON'T do.” The tests measures one’s willingness to perform tasks according to 4 factors; fact finder, followthru, quick start, and implementor. There is no right or wrong answer! Fact Finder – the pragmatist, prober, arbitrator, practitioner, researcher, judge, or realist. Follow Thru – the planner, designer, programmer, theorist, systemizer, or pattern maker. Quick Start – the catalyst, generalist, innovator, entrepreneur, promoter, or impressionist. Implementor – the manufacturer, molder, builder, handcrafter, weaver, agriculturist, or handler.
© Peak Advisor Alliance | www.peakadvisoralliance.com
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See www.kolbe.com for the on-line test and more information. The cost of the Kolbe A Test is $49.95.
2) An Assessment that Gauges Problem Solving and Cognitive Ability Gives insight into math, reading, and reasoning ability (which are tricky to gauge through the interview process alone). Also assesses a candidate’s ability to learn new things quickly. Examples: Wonderlic Cognitive Ability Test, Wechsler Adult Intelligence Scale. We recommend considering the Wonderlic Test—www.wonderlic.com. Many advisors have had success using the Wonderlic Classic Cognitive Ability Test. It’s a 12-minute timed assessment comprised of 50 questions, so it’s straightforward to administer and score. Wonderlic also provides information about minimum scores for certain job types. 3) An Assessment that Gauges Client Service Aptitude Gives insight into how candidates think and prioritize. Ideal for administrative or client-service oriented positions. We recommend giving candidates a list of 15 scenarios that could take place in your office. Ask them to arrange the scenarios in order of priority. 4)
An Assessment that Gauges Writing Ability Gives insight into if candidates can communicate well in writing. This is often overlooked in the in-person interview process, yet virtually all positions will have email contact with your clients and prospective clients. We recommend having candidates respond to an essay question like “What accomplishment are your most proud of and why?” or “Imagine it’s 10 years from now—what has to have happened during that time period for you to feel like you’ve reached your goals and aspirations?” Give candidates about 10 to 12 minutes to respond. This will assess if they can write eloquently and also give you insight into what’s important to them.
5)
An Assessment that Demonstrates a Job Skill Ask candidates to demonstrate an important skill specific to the position for which they’re interviewing. Examples: for a marketing position, ask them to submit a portfolio of their work. For an Associate Wealth Advisor, ask them to role-play a series of sales and client servicing situations. For instance, how do they respond to questions like: “What are your fees and what do I get for that?” or “Why should I pick you for my financial advising needs?”
All of these assessments are great ways to examine your job applicants. Use them in your recruiting process to gain clarity on your candidates and determines who is truly the best fit for your office.
© Peak Advisor Alliance | www.peakadvisoralliance.com
Page 2 of 2
An Assessment that Gauges Behaviors, Motivators, and Personality Traits Gives insight into understanding what motivates candidates, how they communicate, and the work environment in which they perform best. Examples: DISC, Kolbe, Meyers-Briggs, Gallup Strength Finder. o D.I.S.C. Assessment - an online assessment that focuses on people-skills for personal and professional relationships and development. The DISC Profile is a nonjudgmental survey for understanding behavioral types and personality styles. It helps people explore behavior across four primary dimensions which are: Dominance – Direct and to the point, decisive and bottom-line oriented. These people tend to be independent and results driven. They are strong-willed people who enjoy challenges, taking action, and immediate results. Influence – Optimistic and outgoing. Often highly social and out-going. They prefer participating on teams, sharing thoughts, and entertaining and energizing others. Steadiness – Empathetic & Cooperative. Typically team players and are supportive and helpful to others. They prefer being behind the scene, working in consistent and predictable ways. They are often good listeners and avoid change and conflict. Conscientiousness – Concerned, Cautious & Correct. These individuals are often focused on details and quality. They plan ahead, constantly check for accuracy, and want to know "how" and "why.” o Kolbe A Test –“IQ tests tell you what you can do. Personality tests tell you what you want to do... the Kolbe A index measures what you WILL or WON'T do.” The tests measures one’s willingness to perform tasks according to 4 factors; fact finder, followthru, quick start, and implementor. There is no right or wrong answer! Fact Finder – the pragmatist, prober, arbitrator, practitioner, researcher, judge, or realist. Follow Thru – the planner, designer, programmer, theorist, systemizer, or pattern maker. Quick Start – the catalyst, generalist, innovator, entrepreneur, promoter, or impressionist. Implementor – the manufacturer, molder, builder, handcrafter, weaver, agriculturist, or handler.
© Peak Advisor Alliance | www.peakadvisoralliance.com
Page 1 of 2
See www.kolbe.com for the on-line test and more information. The cost of the Kolbe A Test is $49.95.
2) An Assessment that Gauges Problem Solving and Cognitive Ability Gives insight into math, reading, and reasoning ability (which are tricky to gauge through the interview process alone). Also assesses a candidate’s ability to learn new things quickly. Examples: Wonderlic Cognitive Ability Test, Wechsler Adult Intelligence Scale. We recommend considering the Wonderlic Test—www.wonderlic.com. Many advisors have had success using the Wonderlic Classic Cognitive Ability Test. It’s a 12-minute timed assessment comprised of 50 questions, so it’s straightforward to administer and score. Wonderlic also provides information about minimum scores for certain job types. 3) An Assessment that Gauges Client Service Aptitude Gives insight into how candidates think and prioritize. Ideal for administrative or client-service oriented positions. We recommend giving candidates a list of 15 scenarios that could take place in your office. Ask them to arrange the scenarios in order of priority. 4)
An Assessment that Gauges Writing Ability Gives insight into if candidates can communicate well in writing. This is often overlooked in the in-person interview process, yet virtually all positions will have email contact with your clients and prospective clients. We recommend having candidates respond to an essay question like “What accomplishment are your most proud of and why?” or “Imagine it’s 10 years from now—what has to have happened during that time period for you to feel like you’ve reached your goals and aspirations?” Give candidates about 10 to 12 minutes to respond. This will assess if they can write eloquently and also give you insight into what’s important to them.
5)
An Assessment that Demonstrates a Job Skill Ask candidates to demonstrate an important skill specific to the position for which they’re interviewing. Examples: for a marketing position, ask them to submit a portfolio of their work. For an Associate Wealth Advisor, ask them to role-play a series of sales and client servicing situations. For instance, how do they respond to questions like: “What are your fees and what do I get for that?” or “Why should I pick you for my financial advising needs?”
All of these assessments are great ways to examine your job applicants. Use them in your recruiting process to gain clarity on your candidates and determines who is truly the best fit for your office.
© Peak Advisor Alliance | www.peakadvisoralliance.com
Page 2 of 2
